BC 1997 06 23 - Laserfiche WebLink

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325 or her current position and/or locate alternate positions within the County's service for which the employee may be suited. (g) Death. The date of death shall be recorded as the employment separation date for the deceased employee. Ail compensation due in accordance with this ordinance will be paid to the estate of the deceased employee. This includes earned but unpaid salary and payment for accumulated annual leave up to the designated maximum. Section 2. Disciplinary Actions While it is desirable that all employees strive to achieve the highest level of success in their jobs, it is the responsibility of each employee to maintain at least an acceptable level of job performance and conduct. When employee performance and/or conduct falls below the acceptable standard, supervisors, using counseling techniques, point out deficiencies at the time they are observed. Disciplinary action may occur when the unacceptable performance/conduct is at level of severity or frequency to be deemed inappropriate to the best interest of the County. While progressive discipline should be used in most situations with the employee given warning with time to correct the unacceptable behavior prior to disciplinary action, the level of severity of an individual situation may preclude such a warning. The following categories provide guidance on how the wide range of unacceptable behaviors should be addressed. Behaviors listed are representative of those considered to be adequate cause for official reprimand, disciplinary suspension without pay, reassignment, demotion, or dismissal, but should not be considered all inclusive. While the disciplinary procedures outlined are to be followed whenever possible, they are not to be construed as a limitation on the County's right to take any form of disciplinary action, including dismissal, when deemed appropriate. (a) CATEGORY ONE Representative Behaviors: 5. 6. 7. Excessive absenteeism and/or tardiness. Horseplay/rowdiness. Minor safety violations - where serious injury or death is not reasonably expected as a consequence. Poor job performance. Inattentiveness to work. Failing to start work or quitting work before the designated time. Failure to report to work without prior notification and approval of a supervisor unless it is impossible to give such notice. Note: Unacceptable actions do not have to be of the same type to continue the disciplinary process. Disciplinary Process 1. First written warning o From the immediate supervisor, intermediate supervisor or department head and should include (1) that it is a part of the County's disciplinary process; (2) a detailed list of deficiencies/issues including specific examples which constitute evidence; (3) a review of the impact of the employee's failure; (4) corrective action expected with time frames (if applicable); (5) consequences of failure to take corrective action; and (6) reference to other disciplinary actions (if applicable). A copy of the warning and any subsequent warnings should be forwarded to the Human Resources Department for inclusion in the employees personnel file. Second written warning - As above but with a statement that any additional unacceptable behavior may subject the employee to disciplinary action up to, and including dismissal from employment with Cabarrus County Government. Pre-discipline conference If unacceptable behavior continues after the two written warnings, the employee should be given written notice of a pre-discipline conference. The conference should take place as outlined in Section 5. Actions resulting from the pre-discipline conference - with the appropriate documentation.